The question used to be framed as, “What if the CEO (other executive) was hit by a bus? Who do we have that could step in on an interim, emergency basis, and do we have anyone qualified to take over the role on a long term basis?” These days, the concept and questions are more typically prefaced with, “What if the CEO (other executive) won the lottery or was recruited away from us?”
We’re all familiar with succession planning for our principals and executives. Any good board of directors will want to ensure such plans are in place for your CEO and, at minimum, other members of your C-Suite. Potential candidates have likely been identified, and development plans established. If there are no current internal candidates for a particular role, then it’s likely that environmental scans are done to assess how competitive your organisation and its compensation packages are when it comes to recruiting externally.
Sounds familiar, yes? Has any thought been given, though, to how you might be replaced if you left your role?
You Know What They Say About Assumptions
Are plans in place should you decide to make a change? Or, is there a general assumption that you’re a “lifer”, someone who will work him/herself to the bone, giving your all to the organisation no matter what, without competing ambitions or external interests?
Not everyone will want to stick around as long as the character at the counter, below left. While I don’t personally know any big lottery winners, the day may come when you’re ready to jump into a new opportunity, or a new phase of life. For other admin. professionals, health issues or a family member’s care needs may drive the decision to leave one’s role. Are you and your organisation prepared for that possibility?
Succession Planning: What If You Left Your Role?
Please take a couple of minutes to complete the poll below. As always, I look forward to hearing what you have to say and will publish the results on Monday.